Identify the elements that differentiate OD from other fields.
I need you to answer the questions for this discussion in one page and write your opinion about the subject on another page.Thanks.Here is the discussion.Discussion 1 – Week 1COLLAPSEDiscussion 1: Differentiating the OD ProfessionThe profession of optimizing organizational performance is quite broad, and it encompasses several fields, practice areas, and specialties. These include industrial/organizational (I/O) psychology, organizational development, organizational psychology, organizational psychology and development (OPD), consulting psychology, change management, organizational consulting, organizational design, and management consulting. When working with clients, it’s important to distinguish yourself as an OD practitioner and to fully understand your role so that you can explain the strengths, benefits, and nuances of OD practice as opposed to similar disciplines.In this Discussion, you identify the elements that differentiate OD from other fields.To prepare:Review this week’s Learning Resources and consider what differentiates OD from other fields that work to optimize organizational performance.Research the various fields and disciplines associated with organizational development, improvement, and change. Think about what OD is and what it is not.By Day 3Post briefly summarize the various fields and disciplines associated with organizational development, improvement, and change. Then discuss what OD is and what it is not. Provide examples and resources that differentiate and distinguish OD as a unique profession. Also explain how OD professionals can work collaboratively with other practice areas to provide additional benefits to client organizations.Library ResourcesBurke, W. W. (2018). The rise and fall of the growth of organization development: What now? Consulting Psychology Journal: Practice and Research, 70(3), 186–206. http://dx.doi.org/10.1037/cpb0000116 Warrick, D. D. (2016). What Leaders Can Learn About Teamwork and Developing High Performance Teams from Organization Development Practitioners. Performance Improvement, 55(3), 13–21.. https://doi.org/10.1002/pfi.21559 Hubbell, L. D. (2013). The multiple roles of the organization development practitioner. Journal of Multidisciplinary Research, 5(2), 71–81. Chopra, R. (2017). 360 degree performance assessments: An overview. Global Journal of Enterprise Information System, 9(3), 102–105. https://doi.org/10.18311/gjeis/2017/16029 Required ReadingsRath, T. (2007). Strengths Finder 2.0 – with Access CodePurchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.”Document: How to Access Strenghts Finder 2.0MySkillsProfile. (2019). EIQ16-R Emotional Intelligence and Mindfulness Questionnaire. Purchase the access code for this questionnaire from the Walden bookstore. Then, follow the instructions provided in the document, “How to Access the EIQ16-R.”McNamara, C. (n.d.). Overview of the field of organization development. Retrieved August 16, 2019, from http://managementhelp.org/organizationdevelopmentNguyen, S. (2016, May 9). The link between industrial/organizational psychology, organization development, and change management. Workplace Psychology. Retrieved from https://workplacepsychology.net/2016/05/09/the-link-between-industrial-organizational-psychology-organization-development-and-change-management/Organizational Development. (n.d.) Retrieved from https://psychology.iresearchnet.com/industrial-organizational-psychology/organizational-development/Rothwell, W. J. (2015). Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.PrefaceAdvance OrganizerIntroductionSociety for Industrial and Organizational Psychology. (n.d.). You can help build better organizations by becoming an industrial-organizational psychologist. Retrieved from https://www.siop.org/Portals/84/PDFs/Students/studentbrochureWeb.pdf
